2.1 Functions & evolution of human resource management

Labor turnover

________ measures the rate at which employees are leaving an organization.

Entrepreneurial culture

________ that encourages risk- taking and does not penalize failure but rewards success well.

Portfolio

________ working: working pattern of following several simultaneous employments at any one time.

Soft HRM

________: approach to managing staff that focuses on developing staff so that they reach self- fulfillment and are motivated to work hard and stay with the business.

Contract of employment

________: legal document that sets out the terms and conditions governing a workers job.

Hard HRM

________: approach to managing staff that focuses on cutting costs, e.g.

Redundancy

________: when a job is no longer required so the employee doing this job becomes redundant through no fault of his /her own.

Human resource

________ or workforce plan: numbers of workers and skills of those workers required over a future time period.

employment contract

Part- time ________: ________ that is for less than the normal full working week of, say, 40 hours, e.g.

Recruitment

________: process of identifying the need for a new employee, defining the job to be filled and the type of person needed to fill it, attracting suitable candidates for the job and selecting the best one.

Behavioral skills training

________ is designed to improve an individual's ability to communicate and interact with others both inside and external to the organization.

Temporary employment contract

________: employment contract that lasts for a fixed time period, e.g.

Workforce audit

________: check on the skills and qualifications of all existing employees.

Cognitive training

________: exercises designed to improve a persons ability to understand and learn information.

Dismissal

________: being removed or "sacked "from a job due to incompetence or breach of discipline.

Re shoring

________ (in- shoring): reversal of offshoring; the transfer of a business process or operation back to its country of origin.

Unfair dismissal

________: ending a workers employment contract for a reason that the law regards as being unfair.

Employee appraisal

________: process of assessing the effectiveness of an employee judged against preset objectives.

Human resource

________ or workforce planning: analyzing and forecasting the numbers of workers and the skills of those workers that will be required by the organization to achieve its objectives.

Human resource management (HRM)

strategic approach to the effective management of an organizations workers so that they help the business achieve its objectives and gain a competitive advantage

Human resource or workforce planning

analyzing and forecasting the numbers of workers and the skills of those workers that will be required by the organization to achieve its objectives

Human resource or workforce plan

numbers of workers and skills of those workers required over a future time period

Workforce audit

check on the skills and qualifications of all existing employees

Occupational mobility of labour

extent to which workers are willing and able to move to different jobs requiring different skills

Geographical mobility of labour

extent to which workers are willing and able to move geographical region to take up new jobs

Recruitment

process of identifying the need for a new employee, defining the job to be filled and the type of person needed to fill it, attracting suitable candidates for the job and selecting the best one

Training

work-related education to increase workforce skills and efficiency

On-the-job training

instruction at the place of work on how a job should be carried out

Induction training

introductory training program to familiarize new recruits with the systems used in the business and the layout of the business site; this form of training is usually on-the-job

Off-the-job training

all training undertaken away from the business, e.g

Cognitive training

exercises designed to improve a persons ability to understand and learn information

Employee appraisal

process of assessing the effectiveness of an employee judged against preset objectives

Contract of employment

legal document that sets out the terms and conditions governing a workers job

Dismissal

being removed or "sacked" from a job due to incompetence or breach of discipline

Unfair dismissal

ending a workers employment contract for a reason that the law regards as being unfair

Redundancy

when a job is no longer required so the employee doing this job becomes redundant through no fault of his/her own

Teleworking

staff working from home but keeping contact with the office by means of modern IT communications

Portfolio working

working pattern of following several simultaneous employments at any one time

Outsourcing

using another business (a "third party") to undertake a part of the production process rather than doing it within the business using the firm's own employees

Flexi-time contract

employment contract that allows staff to be called in at times most convenient to employers and employees, e.g

Temporary employment contract

employment contract that lasts for a fixed time period, e.g

Part-time employment contract

employment contract that is for less than the normal full working week of, say, 40 hours, e.g

Offshoring

relocation of a business process done in one country to the same or another company in another country

Re-shoring (in-shoring)

reversal of offshoring; the transfer of a business process or operation back to its country of origin

Hard HRM

approach to managing staff that focuses on cutting costs, e.g

Soft HRM

approach to managing staff that focuses on developing staff so that they reach self-fulfillment and are motivated to work hard and stay with the business

Human resource management (HRM)

Strategic approach to the effective management of an organization's workers so that they help the business achieve its objectives and gain a competitive advantage

Human resource or workforce planning

Analyzing and forecasting the numbers of workers and the skills of those workers that will be required by the organization to achieve its objectives

Workforce audit

Check on the skills and qualifications of all existing employees

Forecasting the number of employees required and the skills required

Human resource planning involves two main stages

Labor turnover

Labor turnover measures the rate at which employees are leaving an organization

Occupational mobility of labour

Extent to which workers are willing and able to move to different jobs requiring different skills

Geographical mobility of labor

Extent to which workers are willing and able to move geographical region to take up new jobs

Recruitment

Process of identifying the need for a new employee, defining the job to be filled and the type of person needed to fill it, attracting suitable candidates for the job and selecting the best one

Training

Work-related education to increase workforce skills and efficiency

On-the-job training

Instruction at the place of work on how a job should be carried out

Induction training

Introductory training program to familiarize new recruits with the systems used in the business and the layout of the business site; this form of training is usually on-the-job

Off-the-job training

All training undertaken away from the business, e.g. work-related college courses

Cognitive training

Exercises designed to improve a person's ability to understand and learn information

Behavioral skills training

Behavioral skills training is designed to improve an individual's ability to communicate and interact with others both inside and external to the organization

Employee appraisal

Process of assessing the effectiveness of an employee judged against preset objectives

Formative, summative, 360-degree feedback and self-appraisal

4 types of appraisal

Contract of employment

Legal document that sets out the terms and conditions a governing a worker's job

Dismissal

Being removed or "sacked" from a job due to incompetence or breach of discipline

Unfair dismissal

Ending a worker's a employment contract for a reason that the law regards as being unfair

Redundancy

When a job is no longer required so the employee doing this job becomes redundant through no fault of his/her own

Teleworking

Staff working from home but keeping contact with the office by means of modern IT communications

Portfolio working

Working pattern of following several simultaneous employments at any one time

Outsourcing

Using another business (a "third party") to undertake a part of the production process rather than doing it within the business using the firm's own employees

Flexi-time contract

Employment contract that allows staff to be called in at times most convenient to employers and employees, e.g. at busy times of day

Temporary employment contract

Employment contract that lasts for a fixed time period, e.g. six months

Part-time employment contract

Employment contract that is for less than the normal full working week of, say, 40 hours, e.g. eight hours per week

Offshoring

Relocation of a business process done in one country to the same or another company in another country

Re-shoring (in-shoring)

Reversal of offshoring; the transfer of a business process or operation back to its country of origin

Hard HRM

Approach to managing staff that focuses on cutting costs, e.g. using temporary and part-time employment contracts, offering maximum flexibility but with minimum training costs

Soft HRM

Approach to managing staff that focuses on developing staff so that they reach self-fulfillment and are motivated to work hard and stay with the business